Get Connected: Tor Eneroth

Get ConnectedBreakout Session 1 & 2CTT Conference in Stockholm 12 June 2014

Powerful metrics that enable leaders to measure and manage cultures.www.valuescentre.com

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Get Connected – A practical guide to grow a desired team culture

This workshop aims to introduce the “Get Connected” approach and empower you align and work with it in your own practice. The free on line book “Get Connected” has the ambition to empower team leaders, consultants and facilitators with a shared understanding and language with a practical self-guided toolkit to grow team cultures. We will lead you through the framework, process and methodology in an interactive way. It is also a full afternoon session in order to give you time to experience and reflect upon some of the exercises.

GET CONNECTED – Breakout Session 1 & 2 Stockholm 12 June 2014When What How Result Time Where

13.50-14.00 Prepare Make sure everyone gets a copy of the book See and feel the book 10 min

14.00-14.10 Introduction OVERVIEW Purpose and agenda of the session(s). Show Madrid video.

Agenda presented. 10 min

14.10-14.40 Dream TeamPage 11

Team LearningPage 165-172

WORKSHOP: “Think of a moment when you were in a Dream Team, what made it happen?”. Start individually, write down on a paper. In pairs share the answers and then in plenary. Display answers on whiteboard/flipchart what’s above / below the surface. Debrief/Reflect – Individually-Small group-Whole group.

A shared understanding that much of the success factors that creates a “Dream Team” is below the surface.

30 min

14.40-15.00 Get Connected –the bookPage 12 and 16

PRESENTATION: History, structure, target group and principles (language) about the book.

Connect to the thinking and rational of the book.

20 min

15.00-15.45 Break Fruits, water and coffee 15 min

15.45-15.50 Introduction (2) OVERVIEW Purpose and agenda of the session Agenda presented 5 min

15.50-16.30 From Fear to TrustPage 93-96

WORKSHOP: Think of a situation/relation that you have avoided to act upon… follow the steps to connect to your self and your “Counselors”.

Understand the strength of working with your fears, and the impact it subconsciously could have on you / your team.

40 min

16.30-16.35 Energy transition Transition from exercise to Open Space Be more present 5 min

16.35-17.00 Q&A

Open SpacePage 66-67

OPEN SPACE: Ask them to in groups of two think about how they would use this book? What ever question is asked is the right one…Invite to a plenary dialogue. Focus on HOW to use and apply this book and its principles in MY OWN work life (as leader or consultant ). Q: How do we build trust in the facilitator? Evolutionary Coaching

Satisfy participants specific needs or request

30 min

The pages refer to where you find more about it in the book Get Connected

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Dream Team

GET CONNECTED

Page 11

Think of a moment when you where part of a Dream Team…

What made it become a Dream Team?

4Source: Barrett Values Centre

What makes it become a Dream Team

Clear definition

Clear goals

Flexibility

Appreciation

Professional attitude

Common goal

Count on each other

Creativity

Entrepreneurship

Perseverance

Ability to make things discussable

Share knowledge and experiences

Drive to achieve something

Goal we all find worthwhile

Everyone contributes in it's of her own way (talents)

Enthusiasm

Meaningful

Accountability

Commitment

Shared vision and values

Openness and transparency

Dare to be criticalPassion

Knowledge

Informing each other

High standards set

Good team ambiance

Professional proudness

Profound long-term strategy

Good working relationships

Focus on realising client expectations

Room for own decisions

result-client-quality focused leadership

Leadership

Clear accountability and responsibility. Target and goals

driven assignment

Engagement from all

Respect

Humor & fun

Empowerment

Diversity

Willing to do more if needed

Trust

Compassion

Celebrate successes

CollaborationOpen

communication

Flexibility

Efficiency Urgency

Solution focus

Participative

Engagement

Individual recognition (being seen!).

Adaptability

Clear decision matrixClear agreements

Expertise and competence

Cooperation

Consultation

Continuous learningPositive approach

Perseverance

Integrity

All of us were pulling into one direction

Honesty

Friendship

Social interactions

"we are the champions“ mentality/drive

Encouraging atmosphere

Source: Barrett Values Centre

What makes it become a Dream Team

Clear definition

Clear goals

Flexibility

Appreciation

Professional attitude

Common goal

Count on each other

Creativity

Entrepreneurship

Perseverance

Ability to make things discussable

Share knowledge and experiences

Drive to achieve something

Goal we all find worthwhile

Everyone contributes in it's of her own way (talents)

Enthusiasm

Meaningful

Accountability

Commitment

Shared vision and values

Openness and transparency

Dare to be criticalPassion

Knowledge

Informing each other

High standards set

Good team ambiance

Professional proudness

Profound long-term strategy

Good working relationships

Focus on realising client expectations

Room for own decisions

result-client-quality focused leadership

Leadership

Clear accountability and responsibility. Target and goals

driven assignment

Engagement from all

Respect

Humor & fun

Empowerment

Diversity

Willing to do more if needed

Trust

Compassion

Celebrate successes

CollaborationOpen

communication

Flexibility

Efficiency Urgency

Solution focus

Participative

Engagement

Individual recognition (being seen!).

Adaptability

Clear decision matrixClear agreements

Expertise and competence

Cooperation

Consultation

Continuous learningPositive approach

Perseverance

Integrity

All of us were pulling into one direction

Honesty

Friendship

Social interactions

"we are the champions“ mentality/drive

Encouraging atmosphere“Get Connected” has the intention

to help you as a leader to recreate these moments of a Dream Team!


The book

GET CONNECTED


9

GET CONNECTED

1. Make culture tangible in projects

2. Create a shared language

3. Offer practical tips and dialogue tools

Purpose


10

Co-created by a global “BVC Team”

Hector

Phil Pleuntje

NiranTor


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GET CONNECTEDA practical guide to grow a desired team culture.

• Free more human potential • Facilitate “transformation practitioners”

– Language and tools– Confidence and inspiration– Grow and nurture “beneath the surface”

• Practical tips on how to go from CTT to action• A book, free for all!

Language and tools


Align to strategy!

Be persistent!

Five areas to Get Connected

Our REALITY – the big picture…


ME – my passion and values…

Our AMBITIONS – our goals…

US – our values and behaviours…

Our LEARNING – how to grow and develop…

25 Dialogue Tools



COLLECTIVEINDIVIDUAL

OBJECTIVE

SUBJECTIVE

My Team’s Level of

TrustPage 152

Team Core Values and

Wanted Behaviour

Page 123

Elephant in the roomPage 157

LeadershipValuesAssessment

Important Questions

Page 69

Align Strategy & Culture

Page 109

From CVA to ActionPage 129

Values in ActionPage 143

IndividualValuesAssessment

CulturalValuesAssessment

Dialogue Tools for Whole System Change


Introduction/Background

Purpose &Objective

Time

BeforeDuringAfter

17

Agenda Facilitator notes


18

Handout



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Own website for GET CONNECTED

www.valuescentre.com/getconnected

Free* pdf download • Whole book• Each chapter• Each tool (+ additional tools)

*) Ask for email for all downloads.

Purchase printed book at

Slides to present the book/each tool

GET CONNECTED

Download what you need atwww.valuescentre.com/getconnected

http://www.valuescentre.com/getconnected

Seven Levels of Consciousness©

Selfless serviceBeing your purpose. Compassion, humility, forgiveness. Caring for humanity and the planet.

Service to humanity and societal contributionSocial responsibility, long-term perspective, ethics, compassion and humility.

Global sustainabilityHuman rights, long-term perspective, ecological resilience, peace, focus on future generations. Global perspective.

Making a positive difference in the worldLiving your purpose. Empathy, alliances, intuition, mentoring and focus on wellbeing (physical, emotional, mental, spiritual).

Internal/External collaboration, community involvementEnvironmental awareness, employee fulfilment, coaching/mentoring and caring for the local community.

Strategic alliances and regional partnershipsRegional collaboration, environmental awareness, quality of life, community involvement and sustainability. Caring for nature.

Finding meaning in existenceFinding your purpose. Integrity, honesty, authenticity, passion, enthusiasm, creativity, and humour & fun.

Sense of purpose and strong internal communityShared vision and values. Commitment, creativity, enthusiasm, integrity, honesty, generosity, fairness, openness, transparency and trust.

Strong cohesive cultureShared vision and values. Fairness, transparency, trust, honesty and social cohesion. Positive collective spirit.

Letting go of fearsFinding the courage to grow and develop. Adaptability, life long learning, continuous renewal and personal growth.

On-going improvement and employee participationAdaptability, accountability, empowerment, teamwork, goals orientation and continuous improvement.

Democratic processes and continuous renewalFreedom, equality, empowerment, accountability, adaptability, entrepreneurship and consensus.

Feeling a sense of self-worthConfidence, competence, self-reliance.Fear: I am not enough.Leads to need for power, authority or status seeking.

High performance systems and processesReliability, quality, efficiency, productivity and excellence. Bureaucracy, hierarchy, confusion, and complacency.

Institutional effectivenessLaw abiding, community/national pride, governmental efficiency and high quality public services. Bureaucracy, central control, elitism, complacency and apathy.

Feeling protected and lovedFamily, friendship, loyalty, respect.Fear: I am not loved enough. Leads to jealousy, blame and discrimination.

Positive relationships that support organisation needsLoyalty, open communication, customer satisfaction. Manipulation, blame, favouritism and internal competition.

Sense of belonging and social stabilityNeighbourliness, conflict resolution, racial harmony and a focus on family and friendships. Inequality, discrimination, intolerance, hatred, loneliness/isolation.

Satisfying physiological and survival needsHealth, security, financial stability.Fear: I do not have enough.Leads to control, domination and caution.

Financial viability and people safetyFinancial performance, organisational growth, and employee health andsafety. Control, greed, exploitation and micro-management.

Economic stability and citizen securityProsperity, health care, employment, emergency services/defence and social safety nets. Corruption, violence, poverty, environmental pollution and greed.

Personal Organisational Community/Society

Self

inte

rest

Com

mon

Goo

d

Survival

Relationship

Self-esteem

Transformation

InternalCohesion

Making adifference

Service

Positive Focus/ Excessive Focuswww.valuescentre.com

From Fear to Trust

GET CONNECTED

Page 93

Purpose & Objective

• To attain new understanding about difficult problems or relationship issues that are holding you back

• To create the next steps necessary to find a resolution

• To explore the values, beliefs and behaviours (consciousness) that drives or restrains your actions


Agenda

1. Introduction

2. Individual Work and Reflection

3. Small Group Dialogue

4. Whole Group Reflection

Source: Barrett Values Centre 24

Handouts



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From Fear to Trust – Exercise

1. Choose an “unfinished situation” in a real relation that you would like to solve, but you “avoid coming to the point”.

2. Fill the boxes in the matrix, answering the questions in each cell with ONE statement (not a narrative).

3. Share your answers with other participants, looking for similarities and differences.

“Consciousness in Action”

Get Connected

Situation: Wanting to speak my ideas and thoughts to others.

In this situation, what I want that I have…

• Openness and ability to listen to feedback I receive.

In this situation, what I don’t want that I have…

• Caution, hence why I don’t speak up…

In this situation, what I want that I don’t have…

• Courage and trust that it’s OK to voice my ideas and thoughts.

In this situation, what I don’t want that I don’t have…

• A selfishness or a closed-off approach.

From Fear to Trust



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Let´s play with your situation map

KEEP IT THE WAY IT IS!

GO FOR IT! AVOID RISKS!

LET GO!

I WANTI

HAV

EYES NO

YE

SN

O

Driving Characters

Restraining Characters


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In this organisation…… I believe we are doing something useful for humanity and that

with our work we contribute to create a better world”

… I experience personal fulfilment, cooperating with others to satisfy our stakeholders and make a difference in our markets”

… I use my talent to add value to customers and my creativity to contribute – with enthusiasm and commitment – to the collective results”

… there is a project in which I have chosen to participate, to fulfil my needs of teamwork, professional development and personal growth”

… I want to get power, achieve hierarchy and professional reputation to fulfil my needs of progress and self-esteem”

… I want to get appreciation, respect and personal recognition to fulfil my affiliation and belonging needs”

… I want to achieve job stability and security in the long term, to fulfil my survival needs”


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Dealing with conflicts…

Level 5, 6 and 7, usually invite you to "take advantage of the opportunities” present in conflicts to create “win-win-win” solutions.

You feel “trust driven” and willing to change the present and co-create the future (entrepreneurial attitude).

Level 4, invites you to detach from Level 1, 2 and 3 fears in order to think “outside the box” of your “default” consciousness maps.

You feel courageous, with enough personal power, to transform the problems into opportunities (innovative attitude).

Level 1, 2 and 3, usually invite you to complain about problems, “blame others” and “don’t take chances”.

You feel “fear driven”, with lack of personal power to change your current situation, you try to restore the past (conservative attitude).

Open Space

GET CONNECTED

Page 66

Reflection

GET CONNECTED

Page 172

Assessment of Needs1. Before you meet: Hand out, read and reflect on the

questions in Chapter 3 “The concept”.

2. In small groups: For ALL five areas together, identify 2-3 Strength's and 2-3 Areas of Improvement based on the reflective questions.

3. In small groups: Out of the identified areas above, pick and reflect on the 1-2 questions that your team find most important at this moment.

4. Big group dialogue: Each group share their identified areas and key reflections. Display outcome on flipchart. Conclude most important areas to work on.

5. Big group dialogue: Identify/agree which Get Connected tools to start work with.


10 min

15 min

15 min

15 min

5 min

Handouts


Leadership & Management

Get Connected: Tor Eneroth